It's tempting to talk up the job and company when dealing with a great candidate who seems reluctant to take the job. But should you? Over-promising and under-delivering will drive away that top talent– and rack up the HR costs for your company.

The sad fact of the matter is, no matter how much time and energy you put into your recruiting efforts, if you can't deliver on what's promised during the hiring and onboarding process, that great talent you channeled so much time and care into bringing on board will jump ship.

Below are listed a few common mistakes that recruiters make when trying to woo those purple squirrel candidates– and how to avoid them.

Don't over-promise the status of the company. While an optimistic outlook is good, keep it realistic. Represent your company as accurately as possible. You can still keep things positive, but don't inflate your numbers or exaggerate your rate of growth, the benefits you offer, the excellence of your culture, and so on.

Don't talk up the role too much. It's totally fine to emphasize the perks of the position, but as with talking about your company, keep it realistic. If you drastically over-promise the mentorship, importance, autonomy, etc of the role, the candidate will start feeling lied to or betrayed.

Perhaps the candidate isn't interested in the position as it is– that's fine. It's better to be realistic about the position and recruit someone you can keep than recruit a candidate who will get bored or frustrated and quit within the first six months.

Don't underpay. It makes you look cheap, and if you've over-promised the company and the responsibilities, this is another nail in the coffin. Oftentimes, talented candidates will be willing to take a lower rate of pay in exchange for better opportunities for growth and advancement.

If you ask a candidate to take a low pay rate, be ready to deliver on those opportunities– and if you can't, don't be surprised when your shining talent walks out the door.

Don't ignore family. This is especially important if candidates have relocated for your company. Help your candidates adjust to their new surroundings, and pay attention to their families' needs, too.

If an individual picks up and moves his or her life and family to work for your company, be ready to help the entire family out with moving– that includes showing them around town and potentially helping the spouse with finding new work. Keeping the whole family happy will increase retention- and make your company a more desirable place to work.

Just because the market is great for hiring doesn't mean you should drive your great employees away. Great candidates take lots of time and money to source, train, and retain- and replacing team members regularly can really rack up the bills. Once you've found your wonderful new hire through digital job interview software, don't bring them on and leave them to drift. Follow through on your promises- it'll keep your employees happy, and boost your employment brand.